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Some tips when leaving

HRD sign a final settlement (TCC) to colleagues who leave the company. With our government very attentive to the MEDEF, the law, which since 2002 provided that the STC has no value as a receipt, has changed again and leaves a period of 6 months the challenge.

A precaution is necessary so if you resign: systematically add "subject of all my rights" before your signature. This is especially important, as you know, we have initiated proceedings to obtain payment of premium conventional vacation. It would be a shame to abandon it in advance!

Similarly, during a break treaty, do not hesitate to ask to be accompanied by a staff representative or shop steward.
if you do not do it, the person who receives you is not alone and that you were not warned of this fact, decline the appointment and ask to be reconvened later time find someone to accompany you.

When signing the termination agreement, remember to add the date (or time) final payment of any account. This avoids surprises.

The minimum amount of compensation is set by the Convention, and based on a compensation of 3 or 12 months (most favorable), including special items. However remember that if the break is at the request of the Directorate, you are not obliged to accept the minimum ...

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Meeting of Presidents of the Allier, Cher and Nièvre

Meeting in Bournemouth 27 April 2010, the presidents of the General Councils of the Allier, Jean-Pierre Dufrègne, Nièvre Marcel Charmant, and Cher, Alain Rafesthain, shared their views on the situation Departments particularly difficult and concerns that the proposed land reform desired by the President of the Republic and the Government pose to local communities.

They point out that the departments are an essential next step and must be preserved and maintained in its powers, including the provision of general jurisdiction, in order develop to their territories and protect their populations.

Read more ...

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Tribute to Peter BÉRÉGOVOY

" Nobody denies that the market is an indispensable factor of economic efficiency. But it must be accompanied by an active state, except to accept rising inequality, tear the social fabric, and exclusion of the weakest. Those who advocate a weak state refrain ensure the country's social cohesion. The market economy, social or she will be challenged sooner or later " (Pierre BEREGOVOY days of public service, November 5, 1992).

Since 1993, the 1 st May is a special day for Nivernais that combine to Labor Day remembrance, still present, Pierre Beregovoy, our friend.

While the political highlights of the pension reform and that many fears weigh on the future of our system of PAYG pensions, a little background:

Late 1992, early 1993 Peter Beregovoy, Prime Minister, moved to anticipate the difficulties that know pension funding from 2005, when "demographic bump" will explode the number of retirees relative to the contributors. It proposes to reate a guarantee fund with capital of nationalized industries, particularly insurance companies and banks.

It is up to the managers of this fund to manage these titles, making them grow, sell them, if necessary, to ensure the balance of pension insurance. So bring capital to participate in the financing of PAYG and then in the words of Francois Mitterrand ", to reassure the French, worried about their retirement and to mobilize the capital of those companies that belong to them."

known what happened then national companies and the fund was never created, now with almost 20 years back I would, in memory of Pierre Beregovoy which again was right to think that if this idea had been completed, the problem might not be fully resolved but would certainly less acuity.

^{1 st May 2010} TRIBUTE TO PETER BEREGOVOY

10H gathering at the cemetery and John Gautherin deposit Sheaf

11am at the Orangerie of the General Council, the award of departmental Pierre Beregovoy

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privacy when you hold us

You've probably heard about the reorganization.
Elected officials have been very very bad and did not respect confidentiality. "There were leaks. Employees Lille and Nantes were informed that management was considering closing their site and transfer them to Niort. They have thus betrayed the trust of the Branch who wanted to work hand in hand with them.
But what exactly does it mean?

First, the notion of confidentiality.
Politicians of various institutions are held to a duty of confidentiality but not everything is confidential and the duty is due mainly from outside the company.
For information to be so, he must first declare that the Directorate as such at the time of delivery of information. Do not worry, she will not forget do it the very fact of a very systematic way. But this is not enough. It also requires that the information is really confidential.
The example may sound funny, but it's not because the management of T-Systems would write a document in the name of the President of the Republic with the words below that confidential information is genuinely confidential. You will agree without any problems. Well it's the same for most of the Directorate disseminates information to "elected". Case law tends to say that normally are confidential trade secrets or methods of manufacturing and accounting data. We

not forgotten that in staff representative bodies, there are "staff representatives". So what right do we hold information about the future of our colleagues without their talk ? Who better than the employees themselves can know what is important to them?

What were the consequences of the dissemination of information?
Management has been forced to reach out to employees of Nantes and Lille, before the project is completed, to talk and listen. What drama!
She was forced to realize that all were Lillois not thrilled to be mutated in Niort, they had a private life.
What led him to reconsider this project. Again, is this really a tragedy?
Certainly, today, we are always separated from Lille. But by selling the agency.
We do not know yet if it will be better for employees.
We do not know if the buyer will maintain employment for everyone.
We believe that, as in the sale of Marseille, only a collective struggle can provide safeguards for starters.
But employees of Lille can see a future and a job in Lille, rather than having only alternative to an abrupt removal or dismissal.

Let us reassure ourselves, to overcome these "leaks" has been put in place the "collective". If some elected
participate with real commitment to ensuring the interests of employees, there are now other guarantors of the famous confidentiality.
The information sent to this "collective" are not transmitted to all other staff representatives.
And when others ask their elected explanations, they explain that "this way they work seamlessly with management" that can not be otherwise because some elected officials "do not know to hold their tongues."

But it's not a question, it is a question of wanting.
We just do not forget that before being transformed into "social partner" by the various institutions employer, the employee representative bodies were carriers of the claims of employees against their leaders.
One might think that this view is outdated, we are not in a factory but in a business "intelligent people, executives, as we had so Peter said they Joudiou few years ago (which contempt for the workers!).
Yet is there much difference between the worker operated the hotline yesterday and today? While the average salary of the company that most of us lies within 20% of the highest paid French population. However, the lowest wage the firm is almost 10 times lower than the highest (and we only speak of direct wages).
So, no, things have not changed much. And yes, we will continue to disseminate information every time we think that you are most concerned and that the confidentiality clause is abusive .

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Elections 2009 Incentive

You've heard or not, however, elections Staff representatives are approaching. We suspect that given the news in this company is not necessarily the subject you are most passionate about. As we suspected, the Department wants this year to establish electronic voting. The CFDT and CGC for being, it will happen regardless of our opinion.

But why oppose electronic voting?

We certainly understand the benefits in terms of cost and workload for HR services. They are undoubtedly more important things to do than spend hours photocopying lists or make bets in an envelope. We have already
much more difficult to understand the argument that more workers will vote. We probably wrong to think that employees are responsible people who vote, or not to express an opinion, not because it offers them a more simplified, downplaying the gesture. We prefer that this raises the question of why employees do not vote in this election rather than assuming that they can vote in 2 clicks mechanically, they will vote more. By way of illustration, the United States is the world record of forbearance, while they use systems "advanced" meant to help to vote.

But for us there are more fundamental problems.

Already, the system allows a vote unverifiable, there was no paper to count to compare with the database in case of doubt. The system is opaque, source code does not come cheap, and anyway the major part of us would be unable to understand them.
More importantly, in our representative democracy, a vote must be transparent, unique, sincere, confidential and anonymous. This system does not meet these conditions. The first 3 are problematic in case of intrusion in the databases. The last two are threatened by the fact that the vote may be the workplace, potentially under the gaze of managers or other colleagues.

The French Federation of Associations of Science and Information Technology, as April's (Association for the promotion and defense of free software) and took a clear stand against this type of vote. However, this

thus increasingly in business, and therefore what it will with us.

Since electronic voting will be implemented provided it is done the least harm possible.
A first effort has been made by management in selecting a provider deemed to be most reliable on the market today.

However, we have a priori shocked and Management and our colleagues of the CFDT and CGC claiming adherence to a basic principle of democracy that is the secrecy of the vote, which for us is through the non-accessibility vote on the workstations.
Indeed, many of us work in offices where every group what the other can be seen, in which case, how to be sure to vote quietly, without peer pressure?

Branch meets today there will be no problem because the electronic voting machines with booth will be available to employees and those who request it will always vote by mail paper (which we encourage you to do). Of course, some managers may think that trying to prevent their subordinates to fit the "voting machines" on the pretext that they may do so from their workplace (and therefore why waste a few precious minutes of productivity to an ordinary vote) do that would be pure fantasy ... Anyway, if you decide to vote in this way, we encourage you to move to computers to vote and take the necessary time in the voting booth to vote peacefully.

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2009 Incentive


You have probably read in a PV CE, or have heard that this year you will receive under the year 2009 a profit of just over 1200 euros . Awesome! We can all say thank you to the leadership ...

And yet, can you remind us what was the amount of your increase in 2009?

Ah yes, with rare exceptions: 0 euro.

A quick calculation to realize that these 1200 euros equivalent to an increase of just under 100 euros a month (13th month requires) per person.

The only difference is that if instead of reaching Euro 1200 as an incentive you had taken the form of increase, it would have counted for future years and your retirement, safety, etc..

But it would have been much less spectacular ...

Reminder: in 2009 at the NAO, we requested an overall increase of 100 euros per month. But the direction is far ideologically opposed to the notion of collective evolution of wages ...